Challenges:
1. Workforce Planning
Workforce Planning is forecasting the need for the workforce (if there will be more or less workers than needed) and aligning that with the business strategy.
Steps:
The first step to take that would make sense would be to determine what the business strategy is for the time being. Next, analyse the market that the business is in and the demand for the services/product. Afterwards, it would be best to use this information to determine what the workforce needs are in reference to production, the needs of each department, time of year (especially for seasonal demand spikes or declines), and contingent vs. permanent employees. Management would then have to set workplace objectives based on the needed
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Therefore, the manager may want to develop a competency model that help her during the hiring process. The supervisor may want to use certain outside sources such as the Occupational Informational Network (O*NET).
In addition, the supervisor may need more concrete information besides what O*NET database can provide. Therefore, the manager may want to conduct a Behavioural Event Interview. The organization may want to consult with other organizations who have individuals in similar roles who are performing well. Then, narrow down the amount of people needed to interview. Once the supervisor has gathered information from the interviews, she may have a better understanding of what knowledge, skills, abilities, and experience level to look for when hiring candidates.
3. Recruiting
Recruiting is the process in which an organization purposefully identifies and draws potential job candidates who may or may not be qualified with the hope that qualified job candidates will apply and accept the positions offered.
Recruiting the right candidates for position can certainly be one of the biggest HR challenges that any organization can face. This can be especially true when business needs are rapidly growing or in high turnover industries. I have recently worked in a recruiting role and have witnessed the difficulty that turnover can cause when recruiting and retaining employees.
For example, in the
Recruitment is the process of attracting, screening and hiring people or a person for a job. The attracting process of recruitment is where the business advertises the available job vacancies for a period of time. Once the deadline of the advertisement has arrived, the business collects up all the CV’s from the applicants and they are all checked off against the person specification. This is where the applications are selected by the business, the selected applications are then invite by the business for an interview and from there they are able to decide whether they are suited for the job.
Recruitment: It is the process of identifying and attempting to attract candidate who are capable of filling job vacancies appropriately (Kathryn M. Bartol and David C. Martin, 1988)
Once candidates are identified, the next step would be to gain some valuable information about them. There are different selection methods that should be used and according to Youssef (2012), selection methods can narrow down potential candidates. The approach and selection that I would employ in hiring an Operations Manager would be through tests and interview. The idea of using tests as selection method is to assess the personality and abilities of each candidate for the jobs. The personality test is to focus on the feelings, thoughts, and behavior of candidates as they relates to the type of enthusiasm and motivation
It is not obvious that the plan includes a detailed staffing requirement that includes defining the capabilities and staffing levels that will be needed in each job category to implement the business plan. The focus should be on 5-10 critical capabilities and then out of those what capabilities are different from job to job or level to level. The other critical factor will be those capabilities that are
Our Workforce Matters is a well-informed and useable guide on Workforce Planning. The guide presents individuals with in-depth knowledge on how to successfully create a workforce plan that is suitable for their organization. The guide provides lists, charts, and bullet points that grabs the reader’s attention and makes it easier to comprehend key points. Organizations can use this guide to ensure that their business needs are met by successfully staffing people.
necessary skills and experience you are seeking and would make a valuable addition to your staff.
Recruitment is the process of generating a pool of capable people to apply for employment to an organisation.
The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).
The recruitment process is multifaceted. Recruitment begins from the time an organization or human resources manager must determine a recruitment plan. A recruitment plan must include the avenues in which recruitment will be pursued. The recruitment process also includes shortlisting any qualified candidates from the responses, and the entire interview process (including multiple rounds of interviews). This aspect of human resources management is all about attracting the best and the brightest of candidates, convincing them that the organization is the best fit for their career aspirations, and capturing or finally hiring the candidate. This process is not only intended to fill a vacant position, but to also help build the strength of the organization overall.
When an individual pursues the field of Recruiting, they are electing to become a mediator between an organization with a need of fulfillment and a potential candidate searching for a position to fulfill. According to the Fundamentals of Human Resource Management Book, “recruiting is the process of seeking a pool of applicants, or sources, for jobs within an organization”, (DeCenzo, Robbins, and Verhulst 128). “Recruiters are often viewed as the face or the image of a company for prospective applicants in search of employment (DeCenzo, Robbins, and Verhulst 128).” Utilizing the vast number of recruiting methods, sources, and skills will usually result in a challenging, yet successful match for both the
The next area of discussion of human resource management staffing is recruitment. Recruitment is the process of attracting people who might make a contribution to the organization. It is often stimulated when an existing employee leaves an organization or when the organization is expanding. So recruiting can be defined as the process of generating a pool of qualified applicants for organizational jobs (Mathis & Jackson, 2008). It is important that human resource managers understand labor markets.
Workforce planning is defined as efficient function that is belonging to human resource management. This is actually work in a proper system format to determine as well as identify needs of the organization with respect to their size, knowledge, type, and capabilities of their workforce to gain related objectives. (Samdahl, 2012)
Firstly, recruitment is the process of searching for candidates who will be qualified to meet the desired positions in the company. Figure 1.1 shows the four step process in recruiting potential prospects into any company. This process will determine the best means of hiring qualified employees. “Its purpose is to ensure that the required number of applicants with the required skills is generated at minimum possible cost; to eliminate poorly qualified candidates, thus improving the success rate of the selection process; and to help the firm meet its employment equity goals by attracting a diverse applicant pool.”
* Planning the workforce: it is very important to analyze how many individuals are required in an organization; what will the pay scale be (depending on the nature of the work); what will the reporting line be; what are the job requirements; on what basis will each individual be judged etc. All this needs to be planned before the hiring process begins.
It is critical to understand what positions you will need in your organization in the year to come. While you cannot predict all of your needs, a staffing forecast can help you in proper planning for organizational growth.